YOUTH MENTORING ACTION NETWORK

Mentoring for Equity & Justice

Upland, CA   |  www.yman.org

Mission

Building youth power globally through mentoring, education, and wellness.

Ruling year info

2011

Chief Visionary Officer

Dr. Torie L Weiston-Serdan

Main address

1729 N. San Antonio Ave

Upland, CA 91784 USA

Show more contact info

EIN

27-4560912

NTEE code info

Youth Development Programs (O50)

Citizenship Programs, Youth Development (O54)

Arts Education/Schools (A25)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Schools and youth programs are typically hierarchical environments that exacerbate the generational gap as well as the isms plaguing society. As a result, youth lack access to safe, healthy, loving, and supportive spaces that nourish equitable, cross-generational exchange, where they can access the guidance they need as they work to achieve goals for themselves and their communities. The Youth Mentoring Action Network aims to design, implement, improve, and share (locally, nationally, and internationally) effective approaches and tools for engaging young people, ensuring that they are part of concrete changes in their community while supporting them to grow and develop in a more just and equitable world.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Critical Mentoring

The Youth Mentoring Action Network is in partnership with MENTOR: The National Mentoring Partnership as an official technical assistance provider of the National Mentoring Resource Center, a project of MENTOR and the Office of Juvenile Justice and Delinquency Prevention.

We provide customizable training and technical assistance for mentoring and youth development programs. We specialize in helping mentoring programs better serve marginalized youth populations. Our work has positively impacted the mentoring relationships of thousands of youth across the country including LGBTQ+, Black, and Latinx identifying youth.

Population(s) Served
Activists
Adults

We provide mentoring, support and resources to young musicians and artists in the Inland Empire via our STEM and Music and Digital Dreamers Academy programs.

Digital Dreamers Academy is a 6-week music education experience that brings together a small cohort of aspiring young musicians and provides them with information about STEM in music, sound production, business acumen and careers in music. In addition, youth have hands-on opportunities to develop their own projects and get feedback and support from artists in the industry!

Population(s) Served
Students
Ethnic and racial groups

Black Girls (EM) Power is a YMAN initiative aiming to increase the education and mentoring opportunities for Black girls in the Inland Empire region. This initiative brings Black girls into focus as we make deeper connections with them in our community.

Recognizing that Black girls are an under-served population, we aim to advocate alongside them for their needs in schools and communities, produce research briefs focusing on their unique perspectives around mentoring and education, and will work to increase their participation in beneficial programs around the region.

Our 4 main goals include:

- Providing education and mentoring programs for Black women and girls that include, academic support, health and wellness, career exploration, intergenerational dialogue, and international exchange.
- Conducting research on the personal, mentoring and educational experience of Black women and girls to amplify narratives and identify best practices in service.
- Establishing a summer travel program for Black women and girls to include Ghana and the United Kingdom.
- Establishing an international center for women and girls of the diaspora located in Ghana.

Population(s) Served
Women and girls
People of African descent

A partnership of community-serving organizations coming together to provide health, wellness, therapy, healing, and joy to marginalized communities and the people who serve them. We recognize that the importance of providing under-resourced communities with the tools they need to live long and healthy lives has become even more imperative. In addition to infusing opportunities for engaging in and learning about self-care, exercise, mental health and emotional wellness in our programs, we are partnering with local organizations and agencies to increase access to health and wellness services to under-served communities.

Furthermore, we have a special interest in working side-by-side with community leaders, activists, and change agents to ensure that they too, learn to take better care of themselves. Leaders must also learn to engage in radical rest and self-care.

Population(s) Served
Families
Economically disadvantaged people

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of diversity training courses conducted

This metric is no longer tracked.
Totals By Year
Related Program

Critical Mentoring

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

1) Design and implement programs with and for youth.
-Develop a community-engaged, intergenerational think tank to share YMAN understanding of issues and ideas for program development; continue to develop, implement, and learn from YMAN program for IE youth that reflect beliefs:
-Safe and equitable spaces for young people
-Create opportunities for intergenerational exchange
-Provide wrap-around supports for young people
-Build within and center community
-Tackle issues of race, class, gender, sexuality and ability head on
-Center love and healing
-Partner with other community-based organizations as determined appropriate to scale impact.
-Implement (and learn from / adjust based on learnings) program in community, with community, and an effort to transform community.

2) Support youth development and mentoring practitioners / organizations to scale impact.
-Provide professional development for youth-serving professionals and organizations.

3) Build field through research and thought leadership.
-Lead graduate program: Community Engaged Education and Social Change.
-Design and facilitate opportunities for youth engaged inquiry and research.
-Share learnings and approaches through presentations and writing.

At YMAN, we believe in the power of a community of caring adults with a commitment to healing, multigenerational support and solidarity, and a pedagogy of love.
-Young people deserve the best of us. In order for the community of elders to show up for young people in the ways that young people need and deserve, we must reckon with our own trauma, reconcile the damage we’ve done to young people, and learn how to engage young people in ways that are healthy and healing. This is real work.
-Young people and the communities they live in deserve love, support, joy and healing. A community-engaged approach to healing is of utmost importance for young people. Youth can’t heal if their elders don’t and vice versa. Multi-generational and community-centered healing is critical for communities to thrive.

We believe that you programs must acknowledge, learn about, and disrupt systems of race, class, sexuality, gender, and ability; build strong mentoring and multi-generational connections, and be youth centric and youth driven.
-Critical context must be at the root all youth service. Race, class, gender, sexuality, and ability impact the daily lives of youth and their experiences. A critical interrogation of context must be at the heart of every program, service or intervention implemented with young people.
-Young people benefit from engaging with both those both younger and older. Every generation that exists in the community must effectively partner to heal across generations. As such, mentoring relationships matter. Young people are positively impacted when they have someone providing love, support, guidance, and resources; and mentors and proteges learn and grow through authentic engagement with one another.
-Young people must have voice, power, and choice in every organization serving them. Every youth-serving institution should acknowledge and include the voice of youth at every level of their work.

The Youth Mentoring Action Network was founded in 2007 with the mission of leveraging the power of mentoring to create a more equitable and just society for young people. Founded by two veteran educators who understood the importance of making solid connections with young people, they recognized that young people were at their best when their voices were heard and they felt fully supported. With those foundational elements in place, the youth they mentored thrived: graduating from high school on time, going off to college, and staying in college once they got there. The organization centered culturally relevant practices and coined the term and process of Critical Mentoring: concepts to help youth thrive and as a result of their success have become a national leader for mentor training that specializes in the culturally relevant and critical application of mentoring and youth development. YMAN helps mentoring and youth development organizations be more effective in working with marginalized youth populations, such as LGBTQ youth, Black and Latinx youth, Immigrant youth, and low-income youth.

YMAN has served over 30 organizations, all over the country and Canada, and has begun working in London and Ghana. The training expertise of Dr. Torie Weiston-Serdan, our Executive Director, is in high demand. She has already trained and is doing ongoing work with Summer Search, MENTOR, The Campaign for Black Male Achievement, Clinton Global Initiative, and many more. Having served over 40 organizations in the last year from all over the U.S. and Canada, a resource center will help to fulfill the demand.

YMAN as an organization plays a role in regional, mentoring and youth development collaboratives in both San Bernardino and Riverside Counties. YMAN staff are all current Technical Training Assistance (TTA) providers through the National Mentoring Resource Center (NMRC) as well as local youth community advocates. We have served and trained youth development organizations in a variety of topics that include, Critical Mentoring, Youth Participatory Action Research (YPAR), Substance Abuse & Opioid Prevention, DEI (Diversity, Equity, and Inclusion), and Mentoring 101.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.
  • How is your organization collecting feedback from the people you serve?

    SMS text surveys, Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Community meetings/Town halls,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve,

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

  • Which of the following feedback practices does your organization routinely carry out?

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time,

Financials

YOUTH MENTORING ACTION NETWORK
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Operations

The people, governance practices, and partners that make the organization tick.

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lock

Connect with nonprofit leaders

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Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

YOUTH MENTORING ACTION NETWORK

Board of directors
as of 5/14/2022
SOURCE: Self-reported by organization
Board chair

Steve Vassor

CFurther

Term: 2020 - 2024

Steve Vassor

Campaign for Black Male Achievement

Dominique Morgan

Black and Pink

Jennifer Sabbagh

Etiwanda High School

Brandi Fletcher

Montclair High School

Kayle Halder

Etiwanda High School

Sandy Thomas

Summit High School

Keenan Beasley

Venture Noire

Chris Lee

Top Dawg Entertainment

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 07/08/2020

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
Black/African American/African
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 10/01/2019

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.